HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

Job evaluation ❚ 663‘matched’ with the range of grade or level profiles to establish the best fit and thusgrade the job.Alternatively or additionally, role profiles for jobs to be evaluated can be matchedanalytically with generic role profiles for jobs that have already been graded.Analytical matching may be used to grade jobs following the initial evaluation of asufficiently large and representative sample of ‘benchmark’ jobs, ie jobs that can beused as a basis for comparison with other jobs. This can happen in large organizationswhen it is believed that it is not necessary to go through the whole process of pointfactorevaluation for every job. This especially applies where ‘generic’ roles areconcerned, ie roles that are performed by a number of job holders, which are essentiallysimilar although there may be minor differences. When this follows a large jobevaluation exercise as in the NHS Agenda for Change programme, the factors used inthe grade and role profiles will be the same as those used in the point-factor jobevaluation scheme.Factor comparisonThe original and now little used factor comparison method compared jobs factor byfactor using a scale of money values to provide a direct indication of the rate for thejob. The main form of factor comparison now in use is graduated factor comparison,which involves comparing jobs factor by factor with a graduated scale. The scale mayhave only three value levels – for example lower, equal, higher – and factor scores arenot necessarily used.It is a method often used by the independent experts engaged by EmploymentTribunals to advise on an equal pay claim. Their job is simply to compare one job withone or two others, not to review internal relativities over the whole spectrum of jobsin order to produce a rank order. Independent experts may score their judgements ofcomparative levels, in which case graduated factor comparison resembles the pointfactormethod, except that the number of levels and range of scores are limited, andthe factors may not be weighted.Proprietary brandsThere are a number of job evaluation schemes offered by management consultants.By far the most popular is the Hay Guide Chart Profile Method, which is a factorcomparison scheme. It uses three broad factors (know-how, problem solving andaccountability) each of which is further divided into sub-factors, although thesecannot be scored individually. Definitions of each level have been produced for eachsub-factor to guide evaluators and ensure consistency of application.